Talent Acquisition Supervisor

Overview The Talent Acquisition Supervisor is responsible for leading and overseeing the organization's recruitment and hiring processes to attract, select, and retain qualified talent. This role supervises talent acquisition staff, develops recruiting strategies, manages workforce planning initiatives, and partners with business leaders to ensure staffing needs are met in a timely and cost-effective manner. The Talent Acquisition Supervisor drives continuous improvement in recruiting practices, enhances candidate experience, supports employer branding efforts, and ensures compliance with all applicable employment laws and company policies.

MINIMUM QUALIFICATIONS:

Must be a minimum of 21 years of age. Bachelor’s Degree in Organizational Development, Human Resources, Business or related field required, and Three (3) years of progressive recruiting or talent acquisition experience required. Experience leading, coaching, or supervising recruitment teams preferred. Experience conducting full-cycle recruitment, including sourcing, pre-screening interviews, interviewing, candidate selection, and offer management required. Experience partnering with hiring managers and operational leaders to fill positions across multiple departments or locations. Required to pass a pre-employment drug screening and obtain and maintain an Osage Nation gaming license. Required to maintain a valid Driver’s License. Required to provide documents to show the applicant is eligible to work in the United States. Osage, Native American, and Veteran preference shall apply to all positions at Osage Casinos. Applicants must be able to perform all essential functions of job duties with or without reasonable accommodation. This list of duties and responsibilities is illustrative only of the tasks performed by this position and is not all-inclusive. Responsibilities COMMUNICATION: Makes efforts to keep informed of company information and communications by reviewing property bulletin boards, digital signage, and company newsletter. Conducts at least bi-weekly One-on-One meetings with direct reports, soliciting input from employees. On an individual basis or in a group format, explains why, shares information, and communicates the purpose of decisions to applicable staff. Ensures company information provided by management is effectively communicated.

GUEST SERVICE:

Provides excellent internal and external guest services, always treating internal and external guests with courtesy and consideration. Cooperates and communicates with all fellow employees, always exhibiting mutual respect and consistently projecting a positive, helpful image/attitude. Responsible for promoting outstanding guest relations.

REGULATORY COMPLIANCE:

Monitors all relevant activities of the area of responsibility, to ensure that all applicable laws, rules, regulations and controls of the organization, and the National Indian Gaming Commission (NIGC) and the Osage Nation Gaming Commission (ONGC) are understood and enforced by all applicable personnel. Maintains excellent working relationships with other Company staff and all applicable regulatory commissions and other agencies as may be applicable to ensure compliance. Performs all duties in accordance with company core values, objectives of the Osage Nation, internal policies and procedures, as well, as applicable laws and gaming regulations, including but not limited to, the state-tribal compact, IGRA, MICS, ONGR, the Bank Secrecy Act, Office of Foreign Asset Control, USA Patriot Act and Privacy Act. Ensures assigned staff are aware of, understand and comply with regulatory requirements and enforces regulatory standards through discipline when necessary.

DEPARTMENT OPERATIONS:

Lead, coach, and mentor recruiters to achieve hiring goals and maintain high recruiting standards. Conduct performance reviews, provide ongoing feedback, and support professional development. Ensure consistent application of recruitment processes and best practices across all locations. Oversee the recruitment lifecycle, including workforce planning, sourcing, screening, interviewing, selection, and offer processes. Support recruiters with difficult-to-fill, critical, and leadership-level positions. Monitor requisition workloads and ensure timely hiring outcomes. Conduct telephone, virtual, and in-person pre-screening interviews to assess candidate qualifications, experience, cultural fit, compensation expectations, and availability. Review applications and resumes to identify qualified candidates. Ensure only qualified candidates are advanced to hiring managers for further consideration. Train recruiters on effective screening and interviewing techniques. Collaborate with department leaders to understand staffing needs, workforce challenges, and position requirements. Develop recruitment strategies tailored to operational and business objectives. Provide guidance on candidate selection, interview processes, and hiring decisions. Utilize job boards, social media, employee referrals, career fairs, networking events, and community partnerships to attract talent. Build and maintain candidate pipelines for current and future workforce needs. Enhance employer branding initiatives to increase applicant flow and candidate quality. Track key performance indicators such as time-to-fill, cost-per-hire, applicant flow, source effectiveness, and quality of hire. Prepare reports and recommendations for HR and operational leadership. Identify trends and implement improvements to increase recruiting effectiveness. Maintain compliance with federal, state, and local employment laws and regulations. Ensure recruiting and hiring practices are fair, consistent, and non-discriminatory. Maintain accurate recruitment records and documentation. Partner with HR and training teams to facilitate successful onboarding processes. Monitor new hire outcomes and identify opportunities to improve retention. Support workforce planning initiatives to meet long-term organizational staffing needs. Evaluate recruiting processes and implement efficiencies and technology improvements. Recommend innovative recruiting strategies and market-based hiring practices. Stay informed on labor market trends and talent acquisition best practices. Forms opinions and makes decisions based on information and the identification of available facts. Makes decisions or draws conclusions using data and information from experience. Investigates, evaluates information, and makes final decisions regarding matters within the area of responsibility, guest/employee disputes and/or employee disciplinary actions in accordance with authority and ensures those decisions follow applicable laws, rules, regulations, and established controls. Performs all other related and compatible duties as assigned. Qualifications KNOWLEDGE, SKILLS, AND ABILITIES: Read, write, speak, and understand the English language. Read Company or departmental reports, newsletters, and documents. Protect the Company’s value by keeping information confidential. Ability to define problems, collect data, establish facts, and draw valid conclusions. Perform assigned tasks under limited supervision. Follow written and verbal instructions. Present facts and recommendations in oral and written form. Prepare written reports and correspondence as required. Establish and maintain positive relationships with other upper management, supervisory staff, employees, and the public. Work well alone or within a team. Utilize MS Office products at basic (create new documents, open/edit existing documents) to intermediate (import/export data, create templates) skill level. Exercise sound judgment and make decisions in a manner consistent with the essential job duties and responsibilities. See problems and avoid situations that could be deemed illegal or represent a safety hazard to fellow employees or guests. Respond to inquiries or complaints from employees, guests, regulatory agencies, and others. Travel locally, regionally, or out-of-state as needed. Maintain physical condition and stamina appropriate to perform assigned duties. Update job knowledge by participating in educational opportunities; professional organizations; attending expos/conventions; and developing/maintaining professional and personal networks.

PHYSICAL DEMANDS:

The employee regularly required to stand for extensive periods of time, walk, sit, and use hands to finger, handle, or feel objects, tools, or controls. Ability to sit, stoop, kneel, crawl, balance, or crouch while performing duties. Ability to use hands to finger, handle, or feel. Ability to use arms to reach and lift above shoulders. Must have normal auditory and good verbal communication. Ability to lift upwards of 25 pounds. Ability to drag, push, or pull up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

WORK ENVIRONMENT:

Work is typically performed within an office and casino setting. Exposure to second-hand smoke. Evening and weekend shifts, extended hours, and irregular shifts may be required. Ability to work nights and weekends required. The noise level in the work environment is moderate to high. The employee may be exposed to risks associated with travel between properties and back and forth to other areas as may be required due to business demands. Source: Hospitality Online #J-18808-Ljbffr Osage Casino Tulsa